Kathrynmartinhttp://kathrynrmartin.com
Fri, 06 Oct 2017 05:26:11 +0000en-UShourly1https://wordpress.org/?v=4.7.65 Choices to Bring out the Best In Your Leadershttp://kathrynrmartin.com/5-choices-bring-best-leaders/
http://kathrynrmartin.com/5-choices-bring-best-leaders/#respondThu, 05 Oct 2017 23:10:16 +0000http://kathrynrmartin.com/?p=690Does your senior staff member have the skills to get the job done? Before you take action, use these 5 Strategic Choices to help make sure that WE as leaders are doing our best to help those around us do their best work.

It seems like this is a pretty simple question that should have a simple “yes or no” answer, right?

Yet I’ve been asked to weigh in on this question quite frequently, and in my experience there’s a lot more nuance to it than first meets the eye.

When I lead organizations through transitions, or help organizations increase revenue and guide them to create stronger and more cohesive teams, I face this question a lot, and it’s seldom as simple as “yes or no.”

In most cases (yes, there are exceptions) the leaders and senior staff members do have the baseline skill set needed to “do” the job and, even more exciting, I’ve found that there are ways to quickly create a positive shift in performance and engagement, and reveal their capacity to become extraordinary leaders.

Now, before you say that your situation IS one of the exceptions, l’d like to suggest that you first take a moment to step back, and make 5 Strategic Choices that may shift your perspective, or at least give you some additional information to consider that may not be visible on the surface.

Choose this “come from”: Every person who has applied to and been hired to work for you, wants to do a good job, and wants to make a difference. Take that as a fact.

Observe…Yourself! Before you jump to a decision that could have long term impact on your organization, take a moment to more fully observe what you are reacting to. Did this individuals’ work product reflect poorly on you, or impact you in a negative way (time, resources, reputation, etc.)? Are their actions triggering a re-action that comes from your fear, insecurity, concern? Simply notice and reflect.

Ask Yourself, Why? Why isn’t the employee delivering the results that you need? What are the contributing factors to their failure/disconnect, and what role do you as a leader play in this? Do they have what they need (information, support, resources, inspiration) to do their best work? In the context of your organization’s goals, what do you need in your team now? Is that different from when they were first hired? Are there key decisions, or clarity needed that – when addressed – could resolve confusion, uncertainty, fear (which can often show up as lack of initiative, not following through, even a bad attitude)? Is the exciting and inspiring big-picture context and vision that YOU have, trickling down to your team? Do they have something exciting and important that are they working towards? Are there skills that can be taught/coached?

What value DO they provide? Make a list. In some cases, I’ve seen this exercise alone become a catalyst for positive change. Look, it’s “easy” to see a person’s faults and shortcomings. We ALL have them. If we focus on the lack, they will focus on that, and you will likely continue to get the (bad) result that you anticipated. You will be “right”. However, as a consequence for being “right”, you will need to spend significant time and resources to recruit, interview, and onboard someone new. Your organization may lose momentum, and experience negative morale.

Set your intention to invest in your people. In the context of the IMPACT you want to have as an organization, determine how can you help your team “get” there. There are many great resources available on the ROI of investing in staff, developing leadership, etc. but the challenge comes when we want to make exceptions to investing, because someone “doesn’t have the skills we need, doesn’t deliver the results that are needed, or just doesn’t get our priorities,” or is “incompetent.”

Now, of course, there are times when changes must be made, and swiftly, in order to ensure that our mission-driven organizations continue to uphold the standards our community expects of us. These 5 Strategic “Choices” are not meant to replace performance reviews and supervisory best practices.

Instead, consider them as a tool to do due diligence (especially when faced with the pressures and demands of running a business) and as a reminder to make sure that WE as leaders are doing our best to help those around us do their best work.

What challenges is YOUR organization experiencing right now? Are you in the midst of a transition? Are you setting big revenue goals? Let me know what’s happening where YOU are, and let’s see if I can help you gain some new insights!

]]>http://kathrynrmartin.com/5-choices-bring-best-leaders/feed/0Tips for the Fast-Paced, Multi-Tasking Leaderhttp://kathrynrmartin.com/tips-fast-paced-multi-tasking-leader/
http://kathrynrmartin.com/tips-fast-paced-multi-tasking-leader/#respondFri, 22 Sep 2017 17:43:48 +0000http://kathrynrmartin.com/?p=675Are you a fast-paced, multi-tasking leader? Manage and balance your deadlines and the strong pull of wanting a “quick fix”, with a commitment to understand the “why” behind it all.

As a leader, you probably move fast. You’re a multi-tasker who is always looking for new ways to be strong and effective, and to help your organization become more efficient and impactful.

In that context, I’ve noticed that in today’s fast paced environment, there can be tendency to value speed and efficiency at the expense of obtaining a deeper understanding of the approach, the process, and the intentions behind the decisions we make.

Speed, efficiency and a “results driven” culture definitely have their place in an organization and in our life, but as mindful leaders I believe we must challenge ourselves to balance the need to “get it done” with a commitment to understanding the “why” behind it all.

We need to remember to manage and balance the very real deadlines and the strong pull of wanting a “quick fix”, with being in the moment, slowing down, and responding instead of reacting.

Recently, I was attending a conference where several speakers were presenting a variety of topics. The speakers were all doing a great job of explaining the nuances of solving some very complex problems, and were offering some excellent suggestions about how we could adapt and apply the concepts from their vast experience, to our own lives.

However, in many of the sessions, there seemed to be a sense of frustration as the attendees wanted the speaker to “cut to the chase” and share “templates” that they could apply to their situation. It almost seemed that the listeners really weren’t (listening).

Perhaps they were moving too fast, aware of the emails piling up while they took time to attend the conference, or the deadlines they were facing. It made me wonder if they were giving themselves an opportunity to really BE in the moment and think about what was being shared.

This is completely understandable, as I encounter this in my work too. I’ve certainly developed tools, templates and step-by-step methodology and processes – that I share with clients when we’re working together. I’ve also had my share of days when I, myself, needed to take my own coaching advice and SLOW DOWN.

So, while I understand the desire for a quick, one-size-fits all solution, I would argue that what everyone REALLY wants is to achieve the RESULTS that the speakers were describing, or that I describe to my clients.

When we have experience and knowledge behind us that we want to share – that has come from trial and error, and failures and successes – templates and a step-by-step process can be excellent tools to help others with challenges they are experiencing.

But on their own, these “blueprints” or “templates” are likely to not create the possibility for for the transformational RESULTS that are needed, without the larger context.

As leaders, it’s vital to take the time to not only understand the “tool” we need to use, but also the concepts, the approach, the intention, the dynamics, the causes and conditions – that together will create a solution for our particular situation.

So today, I invite you to slow down, listen, and give yourself some space to think.

]]>http://kathrynrmartin.com/tips-fast-paced-multi-tasking-leader/feed/0Board Presidents & Outgoing Leaders: Facing a change in top leadership? This webinar is for you!http://kathrynrmartin.com/board-presidents-outgoing-leaders-facing-change-top-leadership-webinar/
Mon, 18 Sep 2017 18:46:11 +0000http://kathrynrmartin.com/?p=671If your nonprofit organization is experiencing a change in leadership RIGHT NOW (whether you just had the conversation today, or you’ve been in the midst of transition for months) and you are either a Board member or are the outgoing leader, this webinar is for you. (If you’re not, feel free to share this link with someone who IS!) I’m […]

]]>If your nonprofit organization is experiencing a change in leadership RIGHT NOW (whether you just had the conversation today, or you’ve been in the midst of transition for months) and you are either a Board member or are the outgoing leader, this webinar is for you. (If you’re not, feel free to share this link with someone who IS!)

>Board Presidents: Do you feel you’ve just been thrown into a situation you didn’t “sign up” for, and are worried about the extra time it’s going to take to deal with the transition, rather than all the exciting projects that had been planned?

>Outgoing Leaders: Are you worried that your departure may be jeopardizing the organization’s success, and even appear like you’re abandoning a cause and people you care about?

No matter how stressed out you feel, or where you are in the transition process, I know this webinar can help you, to help your organization not only survive the transition, but THRIVE!

Attendance and registration will remain 100% confidential. I’ll see your information, but it will not be viewed by the other participants.

Here’s what you’ll discover when you register and join me on Wednesday September 20 at 4pm pacific, 7pm eastern:

The most costly mistake organizations make when embarking on a transition, and what to do instead!

What to do FIRST if you just found out your leader is leaving (or as soon as possible).

How to turn this time of transition into an incredible time of opportunity (contrary to what everyone thinks)!

How you could potentially raise MORE money and increase board and staff engagement during this transition.

Why Board leaders need to forget what you’ve always been told about your role in a transition, and what you need to do (temporarily) to have the best impact.

How to get through the most critical moments when emotions, stress and uncertainty are at their peak

Yes it IS possible for your organization to THRIVE during this transition and beyond, but every decision matters. I realize how high the stakes are, and how uncertain everyone probably feels, but it IS possible to make this process smooth.

When you join me on the webinar, I’ll share some of my 20+ years experience with you to help you walk through this time of uncertainty with the confidence and clarity you need to make it successful.

To your success,

Kathryn

P.S. There is no charge to attend this webinar, but space is limited, so you please register here so we can hold a spot for you and send you the access details right away

P.P.S. Please SHARE THIS LINK with anyone else you think might benefit from this webinar

One of the ways the Board can “drive” a successful leadership transition is to ensure that staff members are fully engaged during the process so they continue to do their best work.

While there certainly are best practices on how to create succession plans, and launch a search, strategies for staff members are often non-existent, and staff can be often inadvertently ignored or even misunderstood during the time of transition.

I’m sharing these insights to help you understand that:

If you’re a staff member, what you are experiencing is normal – “it’s not you!”

If you’re a board member, you can have a better understanding of what to expect, so you can help staff do their best work during a transition.

These insights and suggestions come directly from the work I do with organizations as a part of my Lead The Transition program. To learn more about that, you can visit www.LeadTheTransition.com.

For now though, here’s a few key concepts to highlight that can enable your organization to create opportunity during this time of change.

The Risk – What’s Really at Stake When Staff Are Not Engaged and Empowered?

Declining revenue, failed collaborations and programs, and negative fallout in the community are all possibilities.

Employees are often on the front lines, and their stress, fear, or possible resignations can quickly impact organizational effectiveness, momentum and fiscal health.

Add the potential concern from donors and funders who may decide to “wait until the new Director is in place” and you have a recipe for organizational disaster.

Staff & Transition: Understand the Common Dynamics that Often Exist

Undoubtedly, it is employees who often bear the brunt of leadership transitions. And, in many regards, have the most at stake during leadership change. As a result, in leadership transitions, the Board may encounter staff dynamics that include:

Initial Relief: Depending on the circumstances of the departing Director/CEO, there may even be an initial sense of relief that the he or she is indeed gone. Employees may have been working in a tense or dysfunctional environment for months.

Immediate Concern: The transition can come as a surprise to employees. Feelings of loss, worry about job security and even feelings of betrayal could arise.

Common Bond: There will be private conversations and meetings amongst employees. These positive or negative discussions are frequently the only protected place to air concerns, but they could also lead to misunderstandings and distraction.

Board’s may face questions from employees (and even if they don’t say them outloud – they’re likely thinking it):

“What’s going to happen?” This question arises immediately as employees wonder about the short-term work that must be accomplished as well as what will occur in the long-term – both for their role as well as the organization they care about. Fear of the unknown shows up in a variety of ways and this is often incorrectly assessed as a “personality” issue, rather than human reactions from employees not having the leadership they need to do their jobs.

“Who’s going to make decisions?” During transitions, departments and employees often begin operating in silos because their leader responsible for prioritizing, integrating and guiding the team is missing. This has a big impact on productivity.

“How can I help?” Dedicated employees want to help, but what does that mean within a structure that lacks leadership? Not knowing what is appropriate, or how colleagues may view their actions, may cause even the most productive employees to become frustrated and paralyzed.

“How should I respond when a Board member tells me what to do?” During a transition, the Board may check-in with staff more frequently than ever before, share ideas and make suggestions, all with good intentions. This can be helpful, but often creates a challenge for employees, as saying “no” to a Board member can be an uncomfortable option.

“How do I respond when someone asks me what’s going on?” Not knowing what to say is a terrible feeling for employees, even though they may have strong personal opinions. Every day, staff interact with important stakeholders. Attending an event or even answering a phone generates negative anticipation, and the wrong response could have major negative consequences

Steps Boards Can Take to Help Staff

When Board members know what employees are likely to experience from the list above, new strategies can be incorporated into the overall Transition Strategy, Plan & Timeline. For example:

Collaborate with employees to establish an external communications plan.

Engage staff in key phases of the search process.

Provide staff with professional leadership during the transition to meet operational goals and ready the organization for its next leader.

Take Informed Action

As discussed above, strong leadership is necessary for employees to remain productive and operate as a cohesive team.

When I guide mission-driven organizations through their transitions, we not only create transition strategies, but we do it in the context of vision and desired impact, and create a living Transition Plan that engages stakeholders, and is integrated into the annual operating priorities, budget and calendar. This kind of plan is multi-faceted, creates important transparency, and the most exciting part? It creates the opportunity for unprecedented success.

So, if your organization is facing a transition right now, and you’re ready for a strategic partner who is experienced in this area to guide you through it, I can help!

Visit www.LeadTheTransition.com to learn more about how you can put my 20+ years of experience navigating all kinds of leadership transitions to help you through yours.

If the information and video resonates, I invite you to book a confidential call with me to discuss where you are, where you want to go, and how I can support your organization to make that happen, and have the impact your organization is meant to achieve – especially during a time of leadership transition!

Do you serve on a non-profit Board and you just learned that your CEO or executive director is departing? Wondering how you’re going to find a strong successor AND ensure the organization still thrives?

Are you are the outgoing leader or retiring Founder, and want to make sure your organization, staff, and other key relationships – are taken care of, and all the success you have achieved continues after you’re gone?

Or, do you know someone who’s organization is about to go through a transition?

Watch this video below for the 5 Actions you can take today to begin to re-frame your approach and ensure a smooth and positive top leadership transition. (Yes… I said “positive” transition – but only if you do some key things along the way.)

*SPOILER ALERT* The “best practices” you may be thinking of implementing right now are NOT the things you need to be doing FIRST – nor will they guarantee the results that you want and need. Watch the video and learn why!

Visitwww.LeadTheTransition.com to learn more, and set up a CONFIDENTIAL call where we can look at best next steps for YOUR specific transition scenario.

]]>The Power of Listening – and an invitation to my tribe of leadershttp://kathrynrmartin.com/the-power-of-listening/
Wed, 23 Aug 2017 21:01:41 +0000http://kathrynrmartin.com/?p=607As I've listened to clients and colleagues over the past 19 months, some definite trends have emerged, and in the video below, I share what I'm working on right now and going forward that I know will be of help.

As I’ve listened to clients and colleagues over the past 19 months, some definite trends have emerged, and in the video below, I share what I’m working on right now and going forward that I know will be of help.

If your organization is facing a top leadership transition RIGHT NOW, please visit:

www.LeadTheTransition.com and hear what you need to be thinking about before you send out a Press Release, hire a Search firm, and appoint an Interim leader!

If this topic doesn’t apply to you right now, don’t worry you’re still in the right place!

I’d appreciate you sharing this page with anyone you know who is going through a leadership transition.

Stay tuned for more of the leadership tools, tips, and impact, insights and inspiration via content that you’ve come to expect from me. [and be sure you’ve clicked on the green buttom at the top right side of the page to join my e-community!

]]>Summer’s almost over – Are You Ready? [Leadership Toolbox]http://kathrynrmartin.com/summers-almost-ready-leadership-toolbox/
Thu, 17 Aug 2017 11:24:17 +0000http://kathrynrmartin.com/?p=597August is one of those months when a large part of the business community seems to slow down. The “out of office” replies are more frequent. The pace tends to soften, and if you work in an office you’ve probably had a lot less people around this month than usual. August is likely the time […]

]]>August is one of those months when a large part of the business community seems to slow down.

The “out of office” replies are more frequent. The pace tends to soften, and if you work in an office you’ve probably had a lot less people around this month than usual.

August is likely the time you are (finally) taking some time away from work, but I also know that for many of you this is your busiest time of the year for programming and public activities, or for preparing for all that is about to occur in the Fall. For some of you, August means its ALL of the above.

Are you ready to lead your organization forward?

Last week, I led the final live video group coaching call for the participants in our Arts Leadership Development & Strategy program and Mastermind, and our discussion revealed some common threads about this time of year, and what leaders are facing.

This Mastermind is a diverse group. I’ve partnered with The City of San Antonio’s dynamic Department of Arts & Culture, and 12 arts and culture organizations were accepted into this new six month program. Participants in this Mastermind include Board Presidents, Executive and Artistic Directors, Founders and staff.

Each organization varies in budget size, age, mission, and has different goals, challenges and opportunities, and it’s been an honor supporting these leaders move their organizations forward.

Here are the questions I posed during last week’s group coaching call that are meant to offer a strategy to check-in with yourself, and then get out in front of the fray by taking charge of the situation – regardless of whether you’re in the non profit space, corporate America, or run your own business.

Four “Check-In” Questions to move forward strategically (and with a spring in your step)

When you think about the Fall, and the next 12 months:

How are you feeling? Prepared? Behind? Stressed or burnt-out? Excited and energized? In balance? Healthy? Take a minute to really notice and observe.

What’s working for you right now? What needs adjustment? Why? An internal assessment is key to understanding what needs to be done next in order for you to get what you want and need as a leader – so that you can help your organization be its best.

What will the upcoming 12 months mean to you/your organization and business? Will this be a time of growth and/or, change? Will it be a time of reflection to create internal strength so that you can be prepared for an upcoming milestone year? Will this be a time of transition and crisis that you must manage carefully? Elevating and “framing” what you are about to do in these broadest of terms, helps translate all that’s in your head about what needs to be done, and simplifies it into one “umbrella statement” which is also easily understandable by others – a rally cry, or simply a way to prioritize.

As a leader, what is the intention you want to set for yourself during this time? Do you want to engage and enroll others in your movement/cause? Do you want to empower/teach your team? Do you wish to create the causes and conditions that allow you to keep your strategic, 30,000 foot view perspective? Do you desire to bring mindfulness and the power of presence into your day to day approach?

With so many incoming and competing demands for your time, taking charge, setting your intention and reflecting on some of these “big picture” questions are important leadership tools. I always say that these types of activities are not meant to be part of your “To Do” list, but rather your “To BE list”

And here’s the beautiful part: nothing can prevent you from BEing the way you want to be.

See if taking a few minutes to rise up above the fray (or your summer tropical drink umbrella) creates any insights or shifts in how you think about September and beyond.

To your success,

Kathryn

P.S. – If you want to gain more clarity on how to set the intention and “frame” your upcoming year in a way that creates the possibility for new momentum, engagement and success – CLICK HERE and we’ll get on the phone for a complimentary Strategy Call to talk about your specific scenario.

]]>Give Us What You’ve Got! [Leadership Toolbox]http://kathrynrmartin.com/give-us-what-youve-got-leadership-toolbox/
Fri, 04 Aug 2017 06:09:16 +0000http://kathrynrmartin.com/?p=590What a week! Like so many of you, I began my week with a long “to do” list, and found myself wondering what happened to the lazy days of summer?! Our days are filled with things that need to get done, and projects that we’ve committed to doing. While having a full plate can certainly […]

]]>What a week! Like so many of you, I began my week with a long “to do” list, and found myself wondering what happened to the lazy days of summer?!

Our days are filled with things that need to get done, and projects that we’ve committed to doing. While having a full plate can certainly be a good indicator that we are making a difference and experiencing success, it’s important to also create the time to “zoom out” and look at the bigger picture.

As someone who is a great multi-tasker and a new solo-preneur who wants to over-deliver for my clients, and who experiences joy when my clients succeed, developing this skill for me is definitely a work in progress. Yet over the years, I’ve learned it’s critical to step back every so often to ensure we are indeed spending our time doing what will have the most impact, and ideally the impact we are meant to achieve.

Because, if you don’t…who will?!

Here’s something from the brilliant author Stephen Pressfield that I continue to find inspirational when it comes to making sure we are doing the work we are meant to be doing in the world.

When you read this passage from The War of Art, substitute what you do for the word “writer” if that word doesn’t apply to you.

The Artist’s Life

an excerpt from Steven Pressfield’s book The War of Art

Are you born a writer? Were you put on earth to be a painter, a scientist, an apostle of peace? In the end the questions can only be answered by action.

Do it or don’t do it.

It may help to think of it this way. If you were meant to cure cancer or write a symphony or crack cold fusion and you don’t do it, you not only hurt yourself, even destroy yourself. You hurt your children. You hurt me. You hurt the planet.

You shame the angels who watch over you and you spite the Almighty, who created you and only you with your unique gifts, for the sole purpose of nudging the human race one millimeter farther along its path back to God.

Creative work is not a selfish act or a bid for attention on the part of the actor. It’s a gift to the world and every being in it. Don’t cheat us of your contribution. Give us what you’ve got.

I think of “creative work” in the broadest sense.

When an Executive Director enrolls and engages others by telling a story with a budget, or connects their organization’s impact to a special donor who shares those values – that is Creative Work.

When a parent offers a child the opportunity to make an empowered choice with a keen awareness of the consequences – that is Creative Work.

The way you choose to conduct a meeting or lead a team is Creative Work.

When you do what you do, in that unique way in which you do it, with your unique viewpoint, and with the meaning you give it, you create a ripple effect. Some people call this living in your purpose. And therefore, it is your responsibility to create the causes and conditions for it to occur.

SO! Go look at your “To Do” list. Look at how you move through your days. Look at what projects you take on. Look at what organizations you choose to work for, and what relationships you choose to cultivate…

And please – make SURE that what you are doing today, and every day, is creating the possibility for you (and your organization) to have the impact you are meant to achieve.

Give us what you’ve got! The world is counting on you. ​​​​​​​

To your success,

Kathryn

P.S. – If you are ready to take your next steps with intention and clarity, and want support and a process that works, visit: Create Your Dream Career (Life!) Intensive The August and September leadership groups are being curated now.

]]>Avoiding the Traps of Like-Mindedness in Leadershiphttp://kathrynrmartin.com/avoiding-traps-like-mindedness-leadership-toolbox/
Fri, 21 Jul 2017 04:21:55 +0000http://kathrynrmartin.com/?p=583As a smart leader, you’re likely familiar with the success philosophy of connecting with “like-minded people.” If we want to soar to greater heights as a business leader, connecting with like-minded people is a must. It feels good to be surrounded by those who share a common goal, vision or purpose, and who will constantly […]

]]>As a smart leader, you’re likely familiar with the success philosophy of connecting with “like-minded people.”

If we want to soar to greater heights as a business leader, connecting with like-minded people is a must. It feels good to be surrounded by those who share a common goal, vision or purpose, and who will constantly challenge you to raise your standards to achieve greater things.

In fact, I’m sending this to you from a Conference of an Association I’m proud to be a Board member of, and where 100% of the speakers, attendees, volunteers and staff are ALL committed to the same cause, and supporting each other.

It’s exhilarating!

While the delegates come from diverse backgrounds, there is a common, even unspoken, language of connection to purpose…of serving.

What an opportunity convenings like this offer!

And yet…

When you’re with like-minded people, what do you notice?

Do you bond and commiserate over the things that are wrong, or difficult? Do you choose to discuss all the factual data and trends that make doing what you want to do, really hard (or even impossible)?

It can be important to assess, certainly. But if our goal is to advance, make a difference, improve… then looking at all the reasons why something cannot be done – and then inadvertently finding the evidence to support this – can be self-fulfilling. Author Benjamin Zander refers to this as the “Downward Spiral.”

It’s normal and human to gravitate towards like-minded people’s viewpoints. It makes sense and it feels great! It’s invigorating and validating. However, it can also become create a “vacuum of agreement” that may lead to the unintended consequence of stagnation – and worse – put our mission-driven organizations in a position of decreased relevancy and sustainability!

So, today I challenge you to actively seek out the evidence of possibility – even in the face of “industry data and best practices.” Seek out people who seem to be “bucking trends,” and learn more about what they are doing, and how. Spend time interacting with those who may have views different than you, and learn more about their why.

Being curious can both re-frame our mindset and open us to new possibilities, or can confirm and re-affirm our existing views with increased vigor and commitment! Let’s use our time with colleagues and friends to acknowledge the meaningful impact they are having, celebrate their commitment to uphold high standards, and reveal new ideas and practices that are (or have the possibility of) working and advancing ourselves and those around us.

Let’s be mindful of the language we use, and be purposeful in the use of phrases on negative trends, the industry, and our work. Let’s choose words that will set us on a course of success and increased impact, rather than keep us locked into status quo and potential failure.

Watch for phrases like these that can pop into our meetings and send us down an unproductive path if we’re not careful:

Classical music audiences are dying.

My Board is not a fundraising board.

My boss doesn’t value me.

No one is hiring right now.

In non-profits, executives are underpaid and overworked.

Conferences, staff meetings, family gatherings, social media…all are opportunities to choose our thoughts, choose to see possibilities… all so that you can have the impact you are meant to achieve, and that those you serve, need you to have.

What you do matters, and creates a ripple of impact! The world needs you more than ever to make your impact a positive one, so choose your language, feelings, thoughts and actions wisely!

Lead those around you.

Listen to and observe people who who think and do things differently than you, and if you can see a new path… speak up!

Be the voice of possibility! Enroll and engage others in your cause!

To your success,

Kathryn

P.S. – Are YOU bucking trends, and forging new paths? Are you leveraging your success in ways that will help others? And if not… would you like to? Either way, let’s get on the phone and talk about how to create the impact you want to achieve! Click here to schedule a complimentary clarity call with me!

Last week, I was helping one of my clients (a Board President of a Museum) work through a particularly challenging situation, and she said, “We’re really in a pickle!”

It made me smile.

First, I thought: What an understatement! But then, I thought: How healthy!

Go with me here for a minute.

Think of a time when your Big Plans were moving along, and something negative happened that you were not counting on. For some of you, this might have even happened TODAY!

When this occurs, where do your thoughts go?

Do you ever blame yourself or others?

Do you ever think, this isn’t fair?

Do you ever feel terrible thinking that you may have caused it, or that you should have done a better job of anticipating it?

Do you RE-act in fear (fear often shows up as anger, impatience, frustration, or withdrawal), because this is going to ruin your ability to deliver the success that you were envisioning?

The examples I’m thinking about are connected to professional situations, but this same dynamic also applies in our personal lives.

When these negative or unexpected things happen, I know that you will, of course, work to solve the problem – but it’s important to also frame our thoughts in a way that will make us most effective.

How we THINK, will affect how well we solve this problem today, and how well we can sustain our problem-solving skills over time and be the kind of leaders we aim to be.

If any of those “Do you ever” statements above sound familiar, here’s a suggested reframe:

It’s not about you.

Thinking that it IS about you, and listening to those negative voices will prevent you from moving forward.

I’m not saying that people don’t make mistakes. We do, and we learn from them. However, if you are alive, if you are in business… having things “go wrong” comes with the territory.

Instead of beating yourself up, or dwelling on why this “happened to you,” try saying what I often suggest to my clients:

“Well, I’m not happy about this, but it’s a good thing I’m hereto help solve/resolve this problem!”

Benjamin Zander reminds us in The Art of Possibility that in most cultures making a mistake is the worst thing you can do, and also that viewing mistakes in this manner is incredibly detrimental to innovation and our own creative processes.

Zander suggests that instead of getting dejected or paralyzed by mistakes, we instead exclaim loudly (or to ourselves) “How fascinating!” every time we make a mistake, or something goes “wrong.”

Think about that. Another mistake? How fascinating! Another opportunity to learn something just presented itself.

Another unlucky break? Well, let’s figure out what to do! Move forward.

So, the next time something happens, try re-framing your view, your thoughts, and your language to support and help you move forward – without the emotional baggage getting in the way.

And, now you can try this potentially transformational phrase: “We’re really in a pickle!” (I KNOW that when you say it you will be smiling instead of grinding your teeth!)